1. finance
2. personal finance
3. insurance
4. health insurance

A Guide
to the
Flexible
Benefits
Plan of
Pepperdine University
2015-2016
Table of Contents
June 2015 • 1
Introduction3
About your Benefits4
PEPflex lets you prescribe your benefits
4
Eligibility
4
ENROLLMENT5
Guide to Enrollment
5
When Coverage Begins
5
YOUR HEALTH AND WELFARE PLAN OPTIONS
6
How PEPflex Works
6
Core Benefits
6
Husband/Wife Employee Rates
6
Medical Plan Descriptions 7
Medical Plan Highlights8
Monthly Rates10
Dental Plan Options and Highlights12
Vision Care Plan and Highlights13
PEPflex MetLife Suite of Voluntary Benefits14
Flexible Spending Accounts
15
Notice Requirements
15
SPECIAL ENROLLMENT CIRCUMSTANCES16
Open Enrollment Deadline
17
New Employees
17
Default Benefits
17
Enrollment Assistance18
ELECTION WORKSHEET
19
GLOSSARY20
Introduction
June 2015 • 3
PEPflex
The Flexible Benefits Plan of Pepperdine University
Effective August 1, 2015
Dear Pepperdine Colleague:
There are many benefits to working at Pepperdine University—the influence of our distinctive mission,
the positive work environment, the professional development opportunities, the wellness programs, the
beautiful settings, the access to an outstanding academic community, and more.
As a part of these benefits, the University offers a flexible benefit plan called PEPflex, which is designed
to allow eligible employees the opportunity to choose coverage that best suits their individual and family
needs. We also provide a generous holiday and vacation package; access to many facilities, activities,
and services; and a tuition remission program to help defray the cost of higher education for eligible
employees, their children and spouses.
The following material describes the University’s flexible benefit plan. PEPflex has been designed to give
you access to quality care and to offer a choice of coverage options so that you can select the plan that
best meets your needs. PEPflex provides access to the following benefits:
• Health
• Dental
• Vision
• Life
• Disability
• Long-term care
• Psychological counseling
In addition to coverage options, PEPflex provides you with tax savings through before-tax contributions,
Health Savings Accounts, two types of Flexible Spending Accounts, and various voluntary insurance
options. This booklet describes the PEPflex benefits choices and gives instructions for enrollment for
eligible employees so that you can use them to your best advantage.
These benefits are a part of our effort to attract, develop, reward, and retain a quality workforce. We
hope they send the message that you are valued!
Sincerely,
Lauren W. Cosentino
Chief Human Resources Officer
About your Benefits
4 • June 2015
PEPflex lets you prescribe your
benefits!
•MetLife Accident Plan
PEPflex is more than an assortment of traditional benefits.
Some restrictions apply, but for the most part you design your
own benefits package. Please read this booklet carefully before
you enroll. Each year, during Open Enrollment, PEPflex allows
you to select benefits which most closely match your own
needs and preferences. Additional information can also be
found on the Benefits portal mybenefits.pepperdine.edu.
•Flexible Spending Accounts (covering unreimbursed Health
and Dependent Care expenses)
To make sure you get the benefits you need, you must
complete and submit an online enrollment to Human
Resources before the enrollment deadline. If you do not enroll,
the University will automatically give you “default benefits.”
Default benefits are described in this booklet.
With PEPflex, you are given a set of core benefits with an
opportunity to choose from a variety of options in other benefit
categories. For example, under health coverage, you have three
plans offered by Anthem Blue Cross and a Kaiser HMO option.
Your options are discussed in this booklet.
•MetLife Defender
•MetLife Hospital Indemnity Plan
•VPI Pet Insurance
Additional Benefits
Some benefits you receive from Pepperdine University
are not included in the flexible benefits program. These
benefits include Social Security, holidays, vacation, sick pay,
service awards, tuition assistance, credit union membership,
a retirement plan, a wellness program, and a professional
development program.
If you have questions this booklet does not answer, please
contact Human Resources. Faculty and staff members who are
hired after Open Enrollment will receive PEPflex information at
orientation.
Core Benefits
ELIGIBILITY FOR YOU AND YOUR
DEPENDENTS
Your core benefits include:
Eligible Employees
•Life Insurance
•If you are an active, regularly assigned, full-time staff
employee, working a minimum of 30 hours per week (except
where applicable law requires a lesser number of hours), you
are eligible to enroll in PEPflex.
•Accidental Death & Dismemberment Insurance
•Business Travel Accident Insurance
•Long Term Disability Insurance
•Employee Assistance Program
•Health Advocate Program
Medical Benefits
Your choice of medical benefits include:
•A nthem Blue Cross High Deductible Health Plan (hereinafter
Anthem Blue Cross HDHP)
•A nthem Blue Cross EPO, a Prudent Buyer Exclusive Plan
(hereinafter Anthem Blue Cross EPO)
•A nthem Blue Cross HMO, a Health Maintenance
Organization (hereinafter Anthem Advantage HMO)
•If you are an active, regularly assigned staff employee in an
approved “9-12 month” position, working a minimum of 30
hours per week, you are eligible.
•If you are an active, regularly assigned, full-time faculty
member employed under a regular (non-adjunct) faculty
contract, serving in at least a half-time appointment (.5 FTE)
each academic year, you are eligible.
Eligible Dependent
As an eligible employee, you may be allowed to carry family
members on your PEPflex plan.
Here are some guidelines:
•K aiser Health Plan, a Health Maintenance Organization
(hereinafter Kaiser HMO)
•Your legally married spouse is eligible unless in active service
in the armed forces.
Optional Benefits
•Your domestic partner legally registered with the State of
California under AB205 is eligible.
You may elect optional coverage for:
•Dental Care
•Vision Care
•Health Savings Account (HSA) covering unreimbursed health
expenses if enrolled in the HDHP plan
•Optional Term Life Insurance
•MetLife Critical Illness Plan
•MetLaw Pre-paid Legal Plan
•Your children under age 26 are eligible for coverage. Your
children include your legally adopted children and children
who are placed in your physical custody for adoption. Your
children also include each of your stepchildren, and children
for whom you or your spouse have been appointed legal
guardian by a court of law. Special rules apply for children
with disabilities.
Enrollment
June 2015 • 5
If you and your spouse both work at Pepperdine University,
you may each be covered separately as employees. Eligible
children may be covered by only one of you.
Note: Plan coverage is actually governed by more formal legal plan
documents. Applicable laws and insurance contracts may also affect
coverage. While every effort has been made to provide clear and
accurate information, in the event of any discrepancy between these
materials and the official plan documents, the plan documents or
contracts will govern.
Please do not interpret any statement in this booklet to mean that
your participation in the University’s benefits program is a guarantee
of continued employment or is intended to be an employment
contract of any form. The University reserves the right to change,
suspend, amend, or end the benefits program and the terms on which
benefits, if any, will be available to its employees. The President and
the Executive Vice President of the University, acting together, shall
have the right to amend the Plan at any time and to any extent that
they deem advisable; provided, however, that the Board of Regents
shall retain the exclusive authority to terminate the plan.
Health care providers are not agents of Pepperdine University.
Health care providers are solely responsible for the delivery of health
care services. Pepperdine University is not liable for acts or omissions
of any health care provider or plan you have chosen.
When Coverage Begins
If you are signing up during the Open Enrollment period,
your benefit choices will normally take effect on August 1,
2015. If you or your enrolled dependents are hospital confined
on this day, please contact Human Resources to inquire about
your specific situation.
If you are a new full-time faculty or staff member, your
benefits coverage will usually start on the first day of the
month coinciding with or immediately following your date of
full-time employment.
Annual Re-enrollment
During the Open Enrollment period each year, you may elect
to change your medical plan and add or delete optional benefit
choices from your benefits package. At the Open Enrollment
period, you may also add or delete dependent coverage.
(Some restrictions may apply.) This is the only time during
the plan year that you can change your election, unless you
have a Qualified Family Status Change, or qualify for Special
Enrollment Circumstances. In other words, you will not be able
to switch options or drop out of a plan until August 1, 2016,
unless you experience a Qualified Family Status Change, or
qualify for Special Enrollment Circumstances.
Qualified family status changes include:
GUIDE TO ENROLLMENT
•Marriage, divorce, legal separation, legal dissolution or death
of your legal spouse or domestic partner
To enroll in PEPflex follow these steps:
•Carefully consider your benefit options.
•Birth, adoption, placement for adoption, or death of your
dependent child
•Map out your benefit choices on the worksheet included in
this booklet.
•Change in a dependents’ status (dependent becomes eligible
to enroll in employer sponsored coverage, etc.)
•Complete your online enrollment at mybenefits.pepperdine.
edu prior to the deadline or call toll free (844) 786-6584 or U.S.
(312) 843-5089 to enroll over the phone.
•Your spouse starts or stops working
To enroll yourself and your eligible dependents in PEPflex,
you must complete your online enrollment before the
enrollment deadline, indicating your choice of medical plan
and any optional benefits you select. List all eligible dependents
you wish to cover. By completing the form, you will authorize
the necessary payroll deductions for coverage.
•Your spouse takes an unpaid leave of absence
An Annual Commitment
When you enroll in PEPflex, you are determining your
benefits course for the plan year which is normally 12 months.
Your benefit choices will be set until July 31, 2016.
Remember, unless you have a Qualified Family Status
Change (see listing in next column), you may not change
your benefits plan until the next Open Enrollment period for
coverage beginning August 1, 2016.
•Your spouse changes from part-time to full-time status or
vice versa
•Your spouse loses or gains health coverage
•Change in residence or worksite (see out-of-area medical
benefits, page 7)
If you have a Qualified Family Status Change, you can revise
your benefits only in ways that are consistent with that change.
For instance, if one of your covered children gains access to their
own employer coverage, you would delete his or her coverage.
Your request to make plan changes must be made on the
Benefit Enrollment site within 30 days of the qualifying
event.
Your Health and Welfare Options
6 • June 2015
HOW PEPflex WORKS
PEPflex MEDICAL OPTIONS
Core Benefits
Good health is a precious thing. It is up to you to make sure
you and your family receive the medical care you need. The
University health plans are designed to help you with your
health care expenses. However, the University offers health
plans that encourage you to receive care in the most economical
way possible. This keeps health care affordable for you and the
University. Your plan coverage should not be a factor in getting
appropriate health care.
Pepperdine University provides a set of fixed benefits called
“core benefits.” Core benefits are the same for all participating
employees. Core benefits are paid 100% by the University.
The core benefits ensure that every eligible faculty and staff
member has a basic level of health and welfare coverage such
as life and accidental death and dismemberment insurance,
long term disability income protection, and psychological
counseling services.
Effective August 1, 2015—core benefits include:
•Employee Group Term Life Insurance covering you for two
times your base annual salary1
•Employee Accidental Death & Dismemberment (AD&D)
Insurance covering you for two times your base annual salary1
How the Plans Compare
Regardless of which medical plan you choose, the same types
of expenses generally are covered.
Some examples are:
•Hospital room and board
•Business Travel Accident Insurance provides a benefit equal
to five times your base annual salary
•Surgeon’s fees
•Employee Long Term Disability Insurance protection for 2/3
of your base monthly salary up to a maximum benefit of
$10,000 per month
•Doctor’s office visits
•Employee Assistance Program including coverage for dependents
•Health Advocate Program
Core benefits do not include medical coverage, dental
coverage, vision care benefits, optional term life insurance, or
flexible spending accounts.
Your cost will be affected by your choices in the following categories:
Optional Benefits
•Choice of medical plan and level of coverage
•Choice of dental plan and level of coverage
•Vision coverage
•Optional term life insurance
•Flexible spending accounts
•MetLife Suite of Voluntary Benefits
At age 70, the amount will be reduced to 65% of the original benefit, at age 80, it
will be reduced to 50% at the original benefit.
1
Husband/Wife Employees
(Eligible employees who are husband/wife, both employed by
Pepperdine University)
If you and your spouse both work at Pepperdine University,
you will generally be covered separately as employees.
However, if you also have eligible children you wish to cover
along with your spouse, you, your spouse and children may
choose to be covered under just one of you with the other
waiving individual medical coverage. Enrolling as a singlefamily unit will allow you to take full advantage of family
deductible maximums and other out-of-pocket costs. Each of
you may also choose your own coverage under different plans;
however, eligible children may be covered by only one of you.
•Outpatient services
•X-ray, lab tests, other types of diagnostic tests
•Prescription drugs
With each plan, you will pay some of the expenses. The
plans vary on the amount of cost sharing which will be your
responsibility. Cost sharing is directly influenced by whether
or not you choose in-network providers, preferred providers, or
out-of-network providers each time you need care.
“In-network” refers to providers such as primary care
physicians, specialists, and hospitals who participate in an
HMO network in your service area. You and your covered
dependent(s) must select a primary care physician from
the provider directory. The primary care physician of your
dependent(s) may or may not be different from yours.
“Preferred Providers” refers to physicians, health care
facilities and other health care providers who belong to the
Anthem Blue Cross PPO Network. Providers are listed in the
PPO provider directory. In addition to cost savings, Anthem
Blue Cross PPO Providers bill Anthem Blue Cross for you. The
Anthem Blue Cross EPO and HDHP plan use this network.
“Out-of-network” refers to any doctor or other health care
provider you choose who does not participate in the Anthem
Blue Cross HMO or PPO provider network. Therefore, the
provider is not listed in the plan directory.
You are responsible for a percentage of costs or co-payment,
plus any charges that are more than the covered expense, plus
any applicable deductibles.
Descriptions
June 2015 • 7
DESCRIPTIONS
Kaiser
Following is a brief description of each of your medical plan options.
A staff model Health Maintenance Organization (HMO) that
requires you to use only Kaiser facilities and physicians and
to reside within the service area. Treatment is coordinated
by your primary care physician in a Kaiser health center.
Preventive care is included. No claim forms are required. The
prepaid basic plan includes a $20 office visit co-payment and
100% hospitalization after copayment.
Anthem Advantage HMO
An Individual Practice Association (IPA) or a Medical
Group model Health Maintenance Organization (HMO) that
requires you to choose a Anthem Advantage HMO primary
care physician from within their network, use only their
facilities and reside within the service area. When you enroll
in the Anthem Advantage HMO, you choose your primary care
physician from the provider directory. You go directly to the
physician’s private office for care. Your primary care physician
provides the treatment you need, authorizes any needed tests
or medications, or refers you to a specialist. Preventive care is
included. No claim forms are required. The prepaid basic plan
includes a $20 or $40 depending on the provider office visit
co-payment, 100% hospitalization benefit after co-payment.
There is no annual deductible.
Anthem Blue Cross EPO
A Health Plan coverage that requires you to receive your
health care services from only licensed health care professionals
that belong to the Anthem Blue Cross Prudent Buyer (PPO)
network or the Anthem Blue Cross Behavioral Health Network
(BHN) for treatment of mental illness or substance abuse. This
plan includes a $20 office visit co-payment, 90% hospitalization
and other services coverage. You do not need to receive a
referral when you use a Anthem Blue Cross PPO provider,
however, Anthem Blue Cross must authorize a referral outside
the network, or for substance abuse treatment, except in
emergencies. Hospital admissions (except in emergencies) must
be pre-authorized by Anthem Blue Cross.
You do not need to make payment for services, except for the
office co-payment charge, when you receive care from a Anthem
Blue Cross PPO health care professional. The Anthem Blue
Cross PPO health care professional will file a claim for you and
then bill you for the remaining portion of the charges.
You may receive an authorized referral when there is no
Anthem Blue Cross PPO health care professional within a
25-mile radius of your home that can perform the services you
need. Please note that Anthem Blue Cross must authorize the
services and you must receive a physician’s referral from your
Anthem Blue Cross PPO doctor.
Anthem Blue Cross HDHP
A High Deductible Health Plan (HDHP) is a medical program
benefit design with coverage that starts after a relatively
larger deductible has been met. The plan will then pay a high
percentage of eligible expenses until a designated out-of-pocket
maximum amount is reached. Covered expenses are paid at
100% for the remainder of that year. Preventive care, including
certain physical exam, routine diagnostic tests, mammograms
and immunizations are covered 100% even before the
deductible is met.
There is no annual deductible.
“Out-of-Area” Medical Benefits
If you live outside the service area or transfer outside the
Anthem Advantage HMO, Anthem Blue Cross EPO, HDHP
or Kaiser service areas, arrangements have been made for an
out-of-area medical plan. Contact Human Resources for more
information.
Health Savings Account
A Health Savings Account (HSA) is a pre-tax health savings
account for participants enrolled in a High Deductible Health
Plan (HDHP). A participant can use funds in an HSA to pay for
qualified medical expenses. A participant may contribute funds
to their HSA up to the annual IRS contribution limit and pay
for qualified medical expenses with tax-free dollars. Any funds
leftover in the account at the end of the plan year accumulate
and may earn non-taxable interest or investment return over
the life of the account. Enrollment in an HDHP is required to
make contributions to an HSA.
Waiver of Medical Benefits
If you have medical plan coverage through a spouse or other
employer and you wish to retain that medical coverage as your
primary source of medical coverage for yourself and eligible
dependents (spouse and/or children), you must complete the
Medical Plan Waiver form for yourself and any dependents.
You must also provide proof of the other coverage along
with the form.
Carefully review your medical
plan choices to determine which
one best fits your needs.
Medical Plan Highlights
8 • June 2015
MEDICAL PLAN HIGHLIGHTS
Kaiser
Anthem Blue Cross
HMO
Advantage HMO
Plan Concept
A Health Maintenance Organization
requires that you use their facilities and
reside within their service area. No claim
forms are required.
A Health Maintenance Organization
requires that you use their facilities and
reside within their service area. No claim
forms are required.
Deductible (Calendar Year)Individual/
Family
No Deductible
No Deductible
$20
$250
100%
$15/Rx for generic, $30/Rx for brand
name (30-day retail, 100-day mail order)
with 2x co-payment
$20 or $40
$500
$250 out-patient
Tier 1 - $15
Tier 2 - $35
Tier 3 - $55
Tier 4 - 30% ($150 maximum co-payment)
Coinsurance or Co-pays*
• Office Visits
• Hospitalization
• Surgical
• Prescription Drugs (including dental
Rx’s through participating pharmacies
only)
Out-of-Pocket Maximum
The Coinsurance Out-of-Pocket Maximum N/A
refers to expenses you have paid toward
eligible expenses
Co-payment Maximum
(refers to calendar year limit of
co-payments for office visits emergency
room, etc.)
$1,500/individual
$3,000/family
Lifetime Maximum
Unlimited
N/A
$2,500/individual
$5,000/family
Unlimited
*Including Mental Health and Substance Abuse Care
Detailed Summaries of Benefits Coverage (SBC) for each plan can be found on the
Benefits website mybenefits.pepperdine.edu.
June 2015 • 9
Anthem Blue Cross
EPO
High Deductible Health Plan (HDHP)
PREFERRED
OUT-OF-NETWORK
Anthem Blue Cross EPO members must
receive health care services from Anthem
Blue Cross PPO (Prudent Buyer) network
providers, unless they receive authorized
referrals or need emergency and/or
out-of-area urgent care.
A High Deductible Health Plan (HDHP) is a medical program benefit design with
coverage that starts after a relatively larger deductible has been met. The plan will then
pay a high percentage of eligible expenses until a designated out-of-pocket maximum
amount is reached. Covered expenses are paid at 100% for the remainder of that year.
Preventive care, including certain physical exam, routine diagnostic tests, mammograms
and immunizations are covered 100% even before the deductible is met.
$250/$500
$1,500/$3,000
$3,000/$6,000
$20
$250 copayment then 90%
90%
Tier 1 - $15
Tier 2 - $35
Tier 3 - $55
Tier 4 - 30% ($150 maximum co-payment)
90%
90%
90%
Tier 1 - $15
Tier 2 - $30
Tier 3 - $50
Tier 4 - 30%
70%
70%
70%
See Plan Documents
$2,000/individual
$6,000/family
$3,000/individual
$6,000/family
$9,000/individual
$18,000/family
After your out-of-pocket maximum is
reached, the coverage pays 100% for the
balance of the calendar year
Deductibles and amounts in excess of
reasonable and customary
Unlimited
Unlimited
N/A
After your out-of-pocket maximum is
reached, the coverage pays 100% for the
balance of the calendar year
Unlimited
Monthly Rates
10 • June 2015
CORE BENEFITS MONTHLY RATES
Benefit
Description
Your Monthly Cost
Life Insurance
Two times your base annual salary1
-0-
Accidental Death &
Dismemberment
Insurance
Two times your base
annual salary1
-0-
Business Travel
Accident Insurance
Five times your base
annual salary
-0-
Long Term Disability 66.67% of your base monthly salary up
to a maximum benefit
of $10,000 per month
-0-
Employee
Assistance Program
Provides assessment and -0counseling sessions and
is separate from your
chosen medical plan
Health Advocate Program
A program to help you navigate and
facilitate medical and
administrative issues in
the health care system
Pepperdine
provided benefits at
no cost to you
-0-
MEDICAL BENEFITS
Select one
Medical Option
Medical Choices
Single Coverage
(level 1)
Anthem Blue Cross HDHP $120
level 1
Anthem Blue Cross EPO
$170
level 1
Anthem Advantage HMO $100
level 1
Kaiser HMO
$50
level 1
$200
$325
level 2
level 3
$335
$500
level 2
level 3
Anthem Advantage HMO $206
$300
level 2
level 3
Kaiser HMO
$150
$190
level 2
level 3
Medical Waiver2
-0-
Anthem Blue Cross HDHP
Medical Choices
Employee + Dependents
(levels 2 or 3)
Anthem Blue Cross EPO
At age 70, the amount will be reduced to 65% of the original benefit, at age 80,
it will be reduced to 50% of the original benefit.
2
You may waive medical coverage if you wish to use other medical coverage as
your primary coverage. In order to waive coverage, you must complete a
medical waiver form and provide proof of other coverage.
1
These benefits will
be paid with pre-tax
payroll deduction
Monthly Rates
June 2015 • 11
OTHER OPTIONAL BENEFITS MONTHLY RATES
Benefit
Description
Dental Choices Single Coverage
(level 1)
Your Monthly Cost
Dental Waiver Option
-0-
Dental Plan Election: Delta PPO/Indemnity
$8.26
Employee Only
DeltaCare USA HMO
Dental Choices
Delta PPO/Indemnity
Employee + Dependents
(levels 2 & 3)
DeltaCare USA HMO
$3.65
Employee Only
Vision Option
VSP Choice
$10.36 Employee Only
$15.08 Employee + 1
$27.08 Employee + Family
Optional Life Insurance
Available for employees, your
legal spouse and children
Cost varies according to age
and amount selected
Legal Plan
MetLaw Pre-paid Legal
$18.00
MetLife Critical Illness
Available for employees, your
legal spouse and children
Cost varies according to age
$21.56 Employee + 1
$45.98 Employee + Family
$7.26 Employee + 1
$11.16 Employee + Family
Defender
MetLife Defender
$15.00
$25.00
$30.00
$20.00
Employee Only
Employee + 1
Employee + Family
Employee + Children
Accident Benefit Plan
Low Plan
Your Monthly Cost
High Plan
Your Monthly Cost
Employee Only
$7.24
Employee Only
$13.85
Employee + 1
$11.01
Employee + 1
$21.02
Employee + Family
$17.21
Employee + Family
$32.27
Low Plan
Your Monthly Cost
High Plan
Your Monthly Cost
Employee Only
$15.07
Employee Only
$29.93
Employee + 1
$23.22
Employee + 1
$46.53
Employee + Family
$36.84
Employee + Family
$73.79
Hospital Indemnity Plan
HDHP Hospital Indemnity Plan*
Low Plan
Your Monthly Cost
High Plan
Your Monthly Cost
Employee Only
$0.00
Employee Only
$15.07
Employee + 1
$0.00
Employee + 1
$23.22
Employee + Family
$0.00
Employee + Family
$36.84
*Must be enrolled in the High Deductible Health Plan
LEVEL 1 Single employee coverage
LEVEL 2 Employee coverage + 1 dependent
LEVEL 3 Employee coverage + 2 or more dependents
Dental Plan Highlights
12 • June 2015
PEPflex DENTAL OPTIONS
Your dental plan is designed to help you
maintain good dental health by covering
a large portion of the cost for most dental
services. PEPflex offers two dental plan
options, plus a “dental waiver” option from
which to choose.
Following is a brief description of two of
your dental plan options.
Delta Dental is a traditional indemnity
plan with a PPO (Preferred Provider
Organization) option. Under this plan you
may choose any dentist you wish. Delta
Dental offers you the option
of using a Preferred Provider from a list of
participating Delta Dentists. By using the
Preferred Dentists, you will automatically
receive a higher benefit including a waived
deductible. The maximum annual benefit is
$2,000/insured.
DeltaCare USA HMO is a managed dental
program which provides dental benefits
through specific providers as listed in the
materials. If you select this plan, you must
use only these providers to receive benefits.
There is no annual deductible, and no claim
forms. However, co-payments range from
$0 to $300 for certain procedures.
DENTAL PLAN HIGHLIGHTS
Delta Preferred Option
Premier
DeltaCare USA HMO
Plan Concept
Delta Dental offers you the choice of using their Preferred Providers or any dentist you choose. By using the Preferred Dentists, as listed in the brochure, you will automatically receive a higher benefit as illustrated below.
This is a Pre-Paid Dental Plan
and care is provided by Network dentists. If you select the plan, you must use these
providers to receive benefits. The following is a brief benefit comparison highlighting the Delta Preferred Option benefits and the Delta Premier benefits. All Delta dentists provide and complete claim forms at no charge.
Refer to the brochure for
locations and benefits
information.
Annual Deductible
None
$50 Basic & Major Services combined (No
deductible for Diagnostic & Preventive & Orthodontia); $150 Maximum
Family Deductible.
No Annual Deductible—
Certain procedures require a
co-payment.
Annual Benefit Maximum
$2,000
$2,000
None
Orthodontia Maximum
(Lifetime)
$2,000
$2,000
None
100%
100%
100%
Coinsurance & Co-pays
Preventive & Diagnostic
Basic & Restorative 95%
80%
& Oral Surgery
Co-pays vary according to
procedure ($0 to $280)
Major Services
50%*
50%*
Co-pays vary according to
procedure ($10 to $300)
Implants (pre-authorization required)
50%*
50%*
No Coverage
Orthodontics
50%*
50%*
Co-payments vary
*Waiting period may apply for prosthodontic, orthodontic and implant benefits.
Vision Care Highlights
June 2015 • 13
VISION CARE PLAN
Your vision care plan is designed to
encourage you to maintain good vision
through regular examinations. Regular
vision examinations not only determine
the need for corrective eyewear, but also
may detect the presence of general health
problems in their early stages.
VSP Choice Vision Care Plan
is similar to an indemnity plan with a PPO
(Preferred Provider Organization) option.
The plan offers two ways for you to receive
services and benefits. You have the option
of receiving services at a participating
in-network provider or an out-of-network
provider. Your benefits are paid at a higher
rate by using the VSP providers. Benefits
for an eye exam and lenses are available
every 12 months. Frames are available every
24 months. Claim forms are not required
within the network. However, a claim form
is required for out-of-network services.
Vision care does not have to be coordinated
through your primary care physician from
your medical plan.
VISION CARE HIGHLIGHTS
VSP Choice Plan Highlights
Plan ConceptVSP offers you the choice of using their Preferred Providers or any optometrist you
choose. By using an optometrist from the network listing you receive a vision exam
and lenses with a $20 co-payment and receive a $175 allowance for frames. No claim
form is required within the network. However, preauthorization and claim forms are
required out-of-network.
Benefits Every 12 Months For:
In-Network
Out-of-Network
Examination
You pay $20 co-payment
Plan Reimburses up to $45
Lenses (single to trifocal)
Included
Plan Reimburses from $30 to $65
Frame (benefit every 24 months)
$175 allowance ($195 Featured Frame Brand)
$100 allowance at Costco
(20% savings over allowance)
Plan Reimburses up to $70
Contact Lenses $175 allowance for contacts
(in lieu of lens and frame benefit) Up to $60.00 co-pay for contact lens exam
(fitting and evaluation)
Plan Reimburses up to $105
MetLife Benefits
14 • June 2015
PEPflex METLIFE SUITE OF VOLUNTARY BENEFITS
The MetLife Suite of Voluntary benefits is designed to provide voluntary benefit options that compliment
the PEPflex benefit program.
MetLife Hospital Indemnity Insurance Plan Highlights
Concept
Group Hospital Indemnity Insurance can complement your medical coverage by helping to ease the financial
impact of a hospitalization. It provides a lump sum payment that can be used as you see fit for hospital
admission, accident-related inpatient rehabilitation and hospital stays.
MetLife Accident Plan Highlights
Concept
Group Accident Insurance complements your medical coverage by helping to ease the financial impact of
an accident. It provides you with a payment to use as you see fit and can help with any of the out of pocket
expenses you may incur as a result of an accident, such as insurance deductibles, copays, and transportation
to/from medical centers, childcare and more.
MetLaw Legal Plan Highlights
Concept
MetLaw provides you, your spouse and dependents with fully covered legal services from experienced
attorneys at a low monthly group rate. When you use a Plan Attorney for covered services, there are:
• No deductibles • No co-payments • No waiting periods • No claim forms • No limits on usage
MetLife Critical Illness Plan Highlights
Concept
Covered Conditions
Coverage Options
If you experience one of the covered conditions within any category and meet all of the group policy
and certificate requirements, you will receive a lump-sum benefit payment to use as you see fit. This
payment can help you keep your family finances on track if you experience a covered condition.
MetLife Critical Illness Insurance covers the following medical conditions:
• Full Benefit Cancer*
• Partial Benefit Cancer*
• Heart Attack
• Stroke*
• Coronary Artery Bypass Graft
• Kidney Failure
• Alzheimer’s Disease*
• 22 Listed Conditions*
A Major Organ Transplant Benefit is also included.
You will receive an additional lump sum payment of 100% of your
Selected Benefit Amount for Major Organ Transplant. This coverage
would be in addition to the Total Benefit Amount payable for the
previously mentioned Covered Conditions.
Employee
Spouse
Dependent Chi1d(ren)
Category Benefit Amount of
$10,000
$10,000 (same option as
employee) provided the
employee has qualified and
enrolled for coverage.
$10,000 per dependent child
provided the employee has qualified
and enrolled for coverage.
MetLife VPI Pet Insurance Highlights
Concept
VPI Pet Insurance provides benefits for veterinary treatments related to accidents and illness, including
cancer. For more information or to enroll, call 1-800-GET-MET8 or visit www.metlife.com/mybenefits.
MetLife Defender
Concept
*See brochure for details.
With MetLife Defender, you receive a comprehensive security solution that monitors, detects and
guards against digital threats. MetLife Defender is one of the most innovative and comprehensive ways
to help protect your online data. While other services may only monitor your credit, their patented
technology proactively scans the internet for exposure to at least 25 personal data points and quickly
removes your data if it detects unauthorized usage.
Your Health and Welfare Options
June 2015 • 15
FLEXIBLE SPENDING ACCOUNTS
The Tax Saver Option will be continued as in the past. This
option allows you to pay certain health care and dependent care
expenses with tax-free money (on a pre-tax basis). You need to
enroll each calendar year to take advantage of these savings.
You will be mailed enrollment materials in the Fall of 2015.
Remember, this is an optional benefit. Your Flexible Spending
Accounts will be effective January 1, 2016, for the balance of
the calendar year. The Internal Revenue Services (IRS) allows
changes to your benefits during the year only if you have a
Qualified Family Status Change.
HUMAN RESOURCES SUMMARY NOTICE
OF PRIVACY PRACTICE
•Staff members in the Benefits Department participate in
ongoing training of privacy policies and procedures for
handling PHI.
•A review of the physical area will be completed annually to
insure that there is limited access to both computer & paper
files containing any protected health information.
•The Benefits Department has a system of written disciplinary
policies for workforce members who violate the privacy rules.
•Business associates of Pepperdine University who may
handle your PHI are required to provide a written statement
confirming that they are in compliance with HIPAA
regulations.
•A written log sheet will be utilized to track access to files
containing PHI.
This is a summary of the Human Resources notice of
privacy practices and describes how the department may
use and disclose your protected health information and
how you can access that information. Please review it
carefully. For a complete, detailed account of the University’s
notice of privacy practices, please refer to “Pepperdine
University’s Notice of Privacy Practices,” available upon
request or on Pepperdine University’s Intranet website at
http://www.pepperdine.edu/provost/policies
•Individual Employee files will not contain PHI.
The main objective of the HIPAA privacy rule is to provide
a uniform and simplified minimum standard for the privacy
of individually identifiable health information. As such, health
plan members have certain rights regarding their protected
health information.
Beginning in 1999, Federal law requires a group health plan
to provide coverage for the following services to an individual
receiving plan benefits in connection with a mastectomy:
•The right to receive notice of the group health plan’s privacy
practices
•The right to access, inspect, or copy any Protected Health
Information (PHI) in your file
•The right to request amendment of erroneous or incomplete
information
•The right to obtain an accounting made of disclosures of PHI
•The right to request restrictions of use or disclosure
•The right to request confidential communications
• The right to provide consent or authorization for the Benefits
Department to assist you with understanding documents
containing PHI
•The right to make a complaint to the Department of Health &
Human Services and to the Group Health Plan whenever you
feel as though your HIPAA rights have been violated.
The University will tolerate no retaliatory acts against an employee
who exercises his/her HIPAA rights by filing a complaint.
Privacy Practices of the Plan Sponsor
•If you believe your HIPAA rights have been violated, you
may contact the University’s HIPAA Privacy Officer at
(310) 506-6464. For all other concerns, please continue to
contact the Benefits Department at (310) 506-4397.
The Benefits Department staff, accountable to the Associate
Vice President, Human Resources, Insurance and Risk, is
committed to serving the Pepperdine Community with the
utmost respect for “Protected Health Information.”
NOTICE REQUIREMENT
Women's Health and Cancer Rights Act of 1998
•Reconstruction of the breast on which the mastectomy has
been performed; and
•Surgery and reconstruction of the other breast to produce a
symmetrical appearance, and;
•P rostheses and physical complications for all stages of a
mastectomy, including lymphedemas (swelling associated
with the removal of lymph nodes).
The group health plan must determine the manner of
coverage in consultation with the attending physician and
patient. Coverage for breast reconstruction and related
services will be subject to deductibles and coinsurance
amounts that are consistent with those that apply to other
benefits under the plan.
Insured plans and HMOs are subject to any applicable state
laws mandating mastectomy and related benefits in addition to
the federal Act's requirements.
Newborns' and Mothers Health Protection Act of 1996
Group health plans and health insurance issuers generally
may not, under Federal law, restrict benefits for any hospital
length of stay in connection with childbirth for the mother
or newborn child to less than 48 hours following a vaginal
delivery, or less than 96 hours following a cesarean section.
However, Federal law generally does not prohibit the mother's
or newborn's attending provider, after consulting with the
Special
Enrollment
About Your
BenefitsCircumstances
16 • June 2015
mother, from discharging the mother or her newborn earlier
than 48 hours (or 96 hours as applicable).
In any case, plans and issuers may not, under Federal law,
require that a provider obtain authorization from the plan or
the issuer for prescribing a length of stay not in excess of 48
hours (or 96 hours).
Assembly Bill 38 requires that, if ordered by a plan physician,
care of the mother and newborn includes a follow-up visit
for mothers and newborns who have been discharged within
48 hours after delivery (or 96 hours if delivery is by cesarean
section), to take place within 48 hours after discharge.
SPECIAL ENROLLMENT CIRCUMSTANCES
Notice of Special Enrollment Rights and Waiver of
Health plan:
If you are declining enrollment for yourself or your
dependents (including spouse) because of other health
insurance coverage, you may in the future be able to enroll your
dependents in the Pepperdine health insurance plan, provided
that you request enrollment within 30 days after the other
coverage ends. If you waive spouse health insurance (if you are
already married) and do not have other health insurance and
then have a new dependent as a result of birth, adoption, or
placement for adoption, you may be able to enroll your spouse,
provided that you request enrollment within 30 days after the
date of the marriage, birth, adoption, or placement for adoption.
Conditions of Special Enrollment
•When coverage was declined or waived, employee or
dependent stated in writing that other coverage was the
reason for waiver.
•If the other coverage was COBRA coverage, then the COBRA
coverage must be exhausted for the special enrollment to
apply.
•If the other coverage was not COBRA coverage, then the other
coverage must terminate because of one of the following:
Employer contributions towards the coverage has been
terminated, or
Loss of eligibility under the other coverage, such as:
• Termination of employment or eligibility, or reduction in
work hours
• Legal separation
• Divorce
• Death
Loss of eligibility does not include:
•Loss of coverage due to the failure of the individuals to pay
premiums on a timely basis, or
•Termination of coverage for cause, such as fraudulent claims
and/or intentional misrepresentation of material fact in
connection with the plan.
IMPORTANT NOTICE
About Your Prescription Drug Coverage and Medicare
Please read this notice carefully and keep it where you can find
it. This notice has information about your current prescription
drug coverage with Pepperdine University and prescription drug
coverage available for people with Medicare. It also explains the
options you have under Medicare prescription drug coverage and
can help you decide whether or not you want to enroll. At the end
of this notice is information about where you can get help to make
decisions about your prescription drug coverage.
1. M
edicare prescription drug coverage became available
in 2006 to everyone with Medicare through Medicare
prescription drug plans and Medicare Advantage Plans that
offer prescription drug coverage. All Medicare prescription
drug plans provide at least a standard level of coverage set
by Medicare. Some plans may also offer more coverage for a
higher monthly premium.
2. P
epperdine University has determined that the prescription
drug coverage offered by the Anthem Blue Cross and Kaiser
plans are, on average for all plan participants, expected to
pay out as much as the standard Medicare prescription drug
coverage will pay and is considered Creditable Coverage.
Because your existing coverage is on average at least as good
as standard Medicare prescription drug coverage, you can keep
this coverage and not pay extra if you later decide to enroll in
Medicare prescription drug coverage.
Individuals can enroll in a Medicare prescription drug plan
when they first become eligible for Medicare and each year
from October 15th through December 7th. Beneficiaries leaving
employer/union coverage may be eligible for a Special Enrollment
Period to sign up for a Medicare prescription drug plan.
You should compare your current coverage, including which
drugs are covered, with the coverage and cost of the plans
offering Medicare prescription drug coverage in your area.
If you do decide to enroll in a Medicare prescription drug
plan and drop your Pepperdine University prescription drug
coverage, be aware that you and your dependents may not be
able to get this coverage back.
Please contact us for more information about what happens to
your coverage if you enroll in a Medicare prescription drug plan.
You should also know that if you drop or lose your coverage
with Pepperdine University and don’t enroll in Medicare
prescription drug coverage after your current coverage ends,
you may pay more (a penalty) to enroll in Medicare prescription
drug coverage later.
If you go 63 days or longer without prescription drug coverage
that’s at least as good as Medicare’s prescription drug coverage,
your monthly premium will go up at least 1% per month for
every month that you did not have that coverage. For example,
if you go nineteen months without coverage, your premium will
always be at least 19% higher than what many other people
Open Enrollment Deadline
June 2015 • 17
pay. You’ll have to pay this higher premium as long as you have
Medicare prescription drug coverage. In addition, you may have
to wait until the following November to enroll.
For more information about this notice or your
current prescription drug coverage…
Contact Human Resources for further information. NOTE:
You will receive this notice annually and at other times in the
future such as before the next period you can enroll in Medicare
prescription drug coverage, and if this coverage through
Pepperdine University changes. You also may request a copy.
For more information about your options under
Medicare prescription drug coverage…
More detailed information about Medicare plans that
offer prescription drug coverage is in the “Medicare & You”
handbook. You’ll get a copy of the handbook in the mail every
year from Medicare. You may also be contacted directly by
Medicare prescription drug plans. For more information about
Medicare prescription drug plans:
• Visit www.medicare.gov
• Call your State Health Insurance Assistance Program
(see your copy of the Medicare & You handbook for their
telephone number) for personalized help,
• Call 1-800-MEDICARE (1-800-633-4227). TTY users should
call 1-877-486-2048.
For people with limited income and resources, extra
help paying for Medicare prescription drug coverage is
available. Information about this extra help is available
from the Social Security Administration (SSA) online at
www.socialsecurity.gov, or you call them at 1-800-772-1213
(TTY 1-800-325-0778).
Remember: Keep this notice. If you enroll in one of the new
plans approved by Medicare which offer prescription drug
coverage, you may be required to provide a copy of this notice
when you join to show that you are not required to pay a
higher premium amount.
OPEN ENROLLMENT DEADLINE
Review all the material you have received or which is
available from Human Resources upon request before making
your decision. Share this information with your family. Your
completed online enrollment must be done by June 19. The
effective date for coverage is August 1, 2015.
NEW EMPLOYEES
Generally, newly eligible employees must complete the
appropriate online enrollment within 31 days following the
date of hire.
Failure to enroll before the
specified deadlines will result in
default benefits.
DEFAULT BENEFITS
If you do not complete your online enrollment before the
enrollment deadline, the University will provide you with
“default benefits” for the plan.
Default core benefits include:
•Long-term disability coverage for 66.67% of your base
monthly salary to a maximum benefit of $10,000 per month
•Term life insurance equal to two times your base annual
salary1
•Accidental death & dismemberment insurance equal to two
times your base annual salary1
•Business travel accident insurance equal to five times your base
annual salary
•Health Advocate
•Psychological counseling services
During Open Enrollment or employees who do not enroll in
a medical plan within 30 days of their initial eligibility date will
be placed in the Kaiser HMO plan with single coverage unless
they complete a Medical Plan Waiver form.
During Open Enrollment or employees who fail to enroll
in a dental plan within 30 days of their initial eligibility date
will be defaulted into the “opt out” option and will not have
an opportunity to enroll in a dental plan until the next open
enrollment period. (Some restrictions may apply.)
It is to your advantage to take an active role in the enrollment
process so that you receive the benefits you need. Remember,
you will not have an opportunity to make any plan changes
until August 1, 2016.
Note: Be sure to complete the appropriate online
enrollment for the plans you have chosen.
At age 70, the amount will be reduced to 65% of the original benefit, at age 80, it
will be reduced to 50% at the original benefit.
1
18 • June 2015
How to complete the election worksheet
This worksheet form is provided to assist you in plan selection and cost determination. To determine your
monthly cost, check your plan and enter the rate indicated for the level of coverage you select.
LEVEL 1
Single employee coverage
LEVEL 2
Employee coverage + 1 dependent
LEVEL 3
Employee coverage + 2 or more dependents
The first area lists coverage provided and paid by the University. No election is necessary.
Pre-tax deductions
1.
The medical section lists the four medical options and your monthly cost.
Check the box indicating your choice of plan and enter the appropriate amount for the level of coverage
you choose.
2.
The dental section allows you to waive the dental coverage or to choose one of the two plans available.
Check the box indicating your choice and enter the appropriate amount for the level of coverage you
choose.
3.
There is one vision option. If you choose to participate, check the box and enter the appropriate amount
for the level of coverage you choose.
4.
Add monthly costs from lines (1), (2) and (3) to determine your total monthly cost and enter on line (4).
After-tax deductions
5.
Optional life insurance is available to you and your family. Read the information provided in the
brochure available in Human Resources upon request. You may request coverage in increments of
$10,000. Rates are age-based. Calculate the correct amount and enter in the cost column. The total
should be entered on the line indicated (5).
6.
Your total monthly payroll deduction will equal the sum of lines (4) and (5).
Open enrollment – Be sure to review your information at mybenefits.pepperdine.edu and
enroll in your 2015-2016 benefit choices. You will also need to update your beneficiary elections.
New employees – Be sure to complete the appropriate online enrollment for the plans you have chosen.
If you need assistance with the enrollment process, please contact:
Pepperdine Benefits Service Center
Toll Free (844) 786-6584
U.S. (312) 843-5089
Special appreciation to Integrated Marketing Communications for their work in developing this enrollment guide.
June 2015 • 19
Your 2014-2015 Pepperdine University PEPflex Work Sheet
Instructions: The University provides certain benefits at no cost to you; other benefits are available on a pre-tax or
after-tax basis. You may choose one plan in each category by placing a in the box by the plan of your choice.
Enter the appropriate cost on the line indicated.
University Provided Benefits
Life Insurance (2 x base annual salary)
AD&D Insurance (2 x base annual salary)
Business Travel Accident Insurance (5 x base annual salary)
Long Term Disability Insurance
Employee Assistance Program
Health Advocate
$_____________
See explanation for “Levels” on the top of page 18.
-0-
Pre-tax Deductions
Level 1
Level 2
Level 3
Enter your
MEDICAL- Choose one plan
Choose one level of coverage
Monthly Cost
❏ Anthem Blue Cross HDHP
❏ Anthem Blue Cross EPO
❏ Anthem Advantage HMO
❏ Kaiser HMO
❏ Medical Waiver
$120
$170
$100
$50
-0-
$200
$335
$200
$150
-0-
$325
$500
$300
$190
-0-$_____________
(1)
Monthly cost
DENTAL - Choose one plan
Choose one level of coverage
❏ Delta/PPO
$8.26 $21.56$45.98
❏ DeltaCare USA HMO
$3.65
$7.26
$11.16
❏ Dental Waiver
-0-
-0-
-0-$_____________
(2)
Monthly cost
VISION
Choose one level of coverage
VSP Choice
$10.36
TOTAL Add monthly costs
$15.08
$27.08
$_____________
(3)
Add
Add $_____________
(4)
After-tax deductions
OPTIONAL BENEFITS*
MetLaw Pre-paid Legal
$18.00
$_____________
MetLife Suite:
❏ Critical Illness
❏ Accident Plan
❏ Hospital Indemnity Plan
❏ Defender
_________________$_____________
_________________$_____________
_________________$_____________
_________________$_____________
Optional Life insurance for:
❏ Employee
❏ Spouse
❏ Child(ren)
_________________$_____________
_________________$_____________
_________________$_____________
TOTAL$_____________
(5)
GRAND TOTAL Enter the amount of cost based on your choices from lines (4) & (5)
(6)
* To determine your cost refer to rate information in the brochure provided by the company.
$_____________
Glossary of Terms
20 • June 2015
Base annual salary - Annual earnings for plan purposes
excluding overtime, bonuses, and other forms of special
compensation.
Beneficiary - The person, persons, trust, etc., named by you
to receive life insurance benefits in the event of your death.
Network manager - The organization (such as Anthem Blue
Cross) that provides administrative and management services
of the network, with which they have a contractual relationship.
Network manager services include credentialing, evaluation
of practice patterns, Member Services, claims payment, and
provider relations.
Benefits - Payment in addition to an employee salary, which
generally includes medical insurance, life insurance, paid sick
time, etc.
Open enrollment period - The time each year during which
you select your PEPflex benefits for the following plan year.
At this time you may join a health plan, discontinue or add
dependent coverage, or add optional benefits plans.
Calendar year - January 1 through December 31.
Out-of-network - Services received from non-network providers.
Coinsurance - The percent of eligible expenses you pay other
than as a deductible or co-payment. For example, if plan pays
80%, member pays 20% as the coinsurance amount.
Out-of-pocket maximum - The maximum amount you have
to pay in a calendar year toward each covered person's eligible
medical expenses under the health care plan options. When
expenses for your covered charges reach the out-of-pocket
maximum, the plan begins to pay 100% of most covered
expenses for you and your covered dependent(s) for the rest of
the calendar year. The out-of-pocket maximum does not include
the deductible, unreimbursed expenses, excess of Reasonable
& Customary charges, or any penalties for not obtaining a
preauthorization. The medical plan out-of-pocket maximum does
not apply to some Psychological & Nervous and Alcoholism/
Chemical Dependency coverage.
Co-payment (or co-pay) - The amount you pay up-front to
receive in-network services.
Deductible - The amount you pay for yourself and/or each
covered dependent in a calendar year before benefits are payable.
Dependent - Family members who are carried on one or more
of your insurance plans. Please see eligibility rules included in
this booklet.
Emergency - An injury, illness, or condition, generally life
threatening that requires immediate medical attention.
Enrollment - Registration to become an official member of a group.
EPO - Exclusive Provider Option.
Family maximum deductible - Applies if you choose coverage
for yourself and your eligible dependents. Each covered
dependent is subject to the individual deductible each year.
However, once the total out-of-pocket expenses reach the
family maximum deductible, no additional deductibles will be
required that calendar year.
HDHP - High Deductible Health Plan
HMO - Health Maintenance Organization.
HSA - Health Savings Account
In-network - Services provided by or received from HMO
providers participating in the chosen plan.
Lifetime maximum benefit - The maximum total payable
benefit that you or your dependent(s) can receive while covered
under the plan. Each person covered under the plan has an
individual lifetime maximum benefit.
Medically necessary - Required in the judgment of the claims
administrator to treat your condition, according to plan
provisions. This specific service or item must be the most
efficient and economical approach that can be safely provided.
Network - A group of health care professionals, facilities, and
hospitals in a specific geographic area, which have agreed to
provide a wide range of health care services on a contractual basis.
Plan year - August 1, 2015, through July 31, 2016.
PPO - Preferred Provider Option.
Preauthorization - A treatment plan submitted to the
claims administrator prior to treatment that itemizes the
recommended services and associated costs.
Preferred Providers - Physicians, health care facilities and
other health care providers who belong to a network.
Primary care physician - A physician participating in one of
the networks who is the primary source for in-network care
and referrals.
Provider - One who provides health care; e.g. a doctor, nurse
practitioner, hospital, clinic, laboratory, etc.
Reasonable and customary (R&C) In conformance with fees usually charged by the provider, and
within the range of usual fees charged for the same procedure
by similar institutions or persons in the same geographic area,
as determined by the claims administrator.
Second surgical opinion - An opinion of a second doctor
of the advisability of elective surgery. The second opinion is
based on examination of the patient after surgery has been
recommended but before the surgery is performed.
Single Coverage - Coverage for employee only.
Usual and prevailing - See reasonable and customary.
UD1503043
GLOSSARY OF TERMS
PEPPERDINE UNIVERSITY
Human Resources
24255 Pacific Coast Highway
Malibu, California 90263